Motivating and Engaging Workers

How do we motivate people?How can we improve engagement?

When did you last enjoy your work? And why?

Business leaders and human resource managers consider the “lack of employee engagement” one of their top priorities.

But why do many workers not feel engaged?

Without motivation,

nothing would be produced.

Firms exist to coordinate and motivate people’s economic activity.- John Roberts, “The Modern Firm”

Want to work with your peers to solve problems facing today's change management?

Learn to increase employee engagement at a Management 3.0 workshop!

https://management30.com/events/

A motivated worker is not necessarily an engaged worker.

Technically, we cannot make people feel motivated or engaged. But we can certainly set up the right conditions that maximize the probability that it will happen (even though success is never certain).

Managers are responsible for making engagement a built-in property of the organization.

Is employee engagement about intrinsic or extrinsic motivation?Does an author write books because she loves the writing process? Or because she loves the support and encouragement from readers? Maybe a bit of both?

The CHAMPFROGS model deals specifically with motivation in the context of work-life. It consists of ten motivators that are either intrinsic, extrinsic, or a bit of both.

The CHAMPFROGS model is influenced by several other models of human motivation.

• Two-Factor Theory, Frederick Herzberg• The Hierarchy of Needs, Abraham Maslow• Theory of Self-Determination, Edward L.

Deci and Richard M. Ryan• 16 Basic Desires Theory, Steven Reiss

Curiosity The workers have plenty of things to investigate and to think about.

Honor Workers feel proud that their values are reflected in how they work.

Acceptance Colleagues approve of what people do and who they are.

MasteryThe work challenges people’s competence but it is within their abilities.

PowerThere’s enough room for workers to influence what happens around them.

FreedomPeople are independent of others with their work and responsibilities.

RelatednessPeople have good social contacts with the others in their work.

OrderWorkers have enough rules and policies for a stable environment.

GoalThe people’s purpose in life is reflected in the work that they do.

StatusPeople have a good position and are recognized by their colleagues.

Managers must seek ways for the CHAMPFROGS motivators to become systemic properties of the firm.

For example, laboratories and research centers typically satisfy people’s need for curiosity.

Which companies have which motivators built into their system?

What about your organization?

Don’t waste your time trying to motivate individual workers with an employee engagement program.

Most so-called employee engagement programs are misbegotten, unwieldy, ineffective rolling caravans of impractical or never-going-to-be-implemented PowerPoint presentations.- Les McKeown, “A Very Simple Reason Employee Engagement Programs Don’t Work”

http://www.inc.com/les-mckeown/stop-employee-engagement-and-address-the-real-problem-.html

The goal of an organization is to engage people for productivity.

Use your time to understand how to make the organization a system that engages people.

Manage the system, not the people.

https://management30.com/product/moving-motivators/

Exercise: Play Moving Motivators!

Who Am I? – Steven Reiss http://bit.ly/1osd01T

Self-Determination Research – Ryan Deci http://bit.ly/1QVTaFC

Drive – Daniel H. Pink http://bit.ly/1OBZO1G

Motivation and Personality – Abraham Maslow http://bit.ly/1Rqbo49

The Motivation to Work – Frederick Herzberg http://bit.ly/1QVTqV2

Reading List

Want to work with your peers to solve problems facing today's change management?

Learn to increase employee engagement at a Management 3.0 workshop!

https://management30.com/events/

info@management30.com

Text: Jurgen Appelo Illustrations: Chad Geran Design: Muuks